Giving Miss Marple a makeover : graduate recruitment, systems failure and the Scottish voluntary sector

The voluntary sector in Scotland, as across the globe, is becoming increasingly business like. Resultantly, there is an increasing demand for graduates to work in business and support functions. In Scotland, however, despite an oversupply of graduates in the labor market, the voluntary sector reports skills shortages for graduate-level positions; a leadership deficit was also reported in countries such as the United States. Through exploratory, mainly qualitative, case study and stakeholder research, this article proposes that one reason for this mismatch between the supply of and demand for graduates is a systems failure within the sector. Many graduates and university students remain unaware of potentially suitable paid job opportunities, in part because of the sector's voluntary label. To rectify this systems failure, thought needs to be given to the sector's nomenclature and the manner in which voluntary sector organizations attract graduate recruits, for example, through levering value congruence in potential recruits

Deep Near-Infrared Imaging of a Field in the Outer Disk of M82 with the ALTAIR Adaptive Optics System on Gemini North

Deep H and K' images, recorded with the ALTAIR adaptive optics system and NIRI imager on Gemini North, are used to probe the red stellar content in a field with a projected distance of 1 kpc above the disk plane of the starburst galaxy M82. The data have an angular resolution of 0.08 arcsec FWHM, and individual AGB and RGB stars are resolved. The AGB extends to at least 1.7 mag in K above the RGB-tip, which occurs at K = 21.7. The relative numbers of bright AGB stars and RGB stars are consistent with stellar evolution models, and one of the brightest AGB stars has an H-K color and K brightness that is consistent with it being a C star. The brightnesses of the AGB stars suggest that they formed during intermediate epochs, possibily after the last major interaction with M81. Therefore, star formation in M82 during intermediate epochs may not have been restricted to the plane of the disk.Comment: 16 pages of text plus 7 postscript figures; to appear in the PAS

The significance of seniority for women managers’ interpretations of organizational restructuring

This paper examines the impact of restructuring within the transport and logistics sector on women managers working at senior and less senior (middle/junior management) levels of the organization. The majority of women experienced increased performance pressures and heavier workloads as well as an increase in working hours. At the same time, there were pressures to work at home (i.e. week-ends and evenings) and reduced opportunities to work from home (i.e. during normal office hours). Management level emerged as an important factor in how these changes were interpreted. Senior managers perceived more positive outcomes in terms of increased motivation and loyalty. Despite a longer working week, they were less likely to report low morale as an outcome from long hours. In fact, irrespective of management level, women working shorter hours were more likely to report low morale as an outcome. Results are discussed in relation to literature on restructuring and careers, in terms of perceptual framing and in relation to different levels of investment in the organization

Primary vs. Secondary Antibody Deficiency: Clinical Features and Infection Outcomes of Immunoglobulin Replacement

<div><p>Secondary antibody deficiency can occur as a result of haematological malignancies or certain medications, but not much is known about the clinical and immunological features of this group of patients as a whole. Here we describe a cohort of 167 patients with primary or secondary antibody deficiencies on immunoglobulin (Ig)-replacement treatment. The demographics, causes of immunodeficiency, diagnostic delay, clinical and laboratory features, and infection frequency were analysed retrospectively. Chemotherapy for B cell lymphoma and the use of Rituximab, corticosteroids or immunosuppressive medications were the most common causes of secondary antibody deficiency in this cohort. There was no difference in diagnostic delay or bronchiectasis between primary and secondary antibody deficiency patients, and both groups experienced disorders associated with immune dysregulation. Secondary antibody deficiency patients had similar baseline levels of serum IgG, but higher IgM and IgA, and a higher frequency of switched memory B cells than primary antibody deficiency patients. Serious and non-serious infections before and after Ig-replacement were also compared in both groups. Although secondary antibody deficiency patients had more serious infections before initiation of Ig-replacement, treatment resulted in a significant reduction of serious and non-serious infections in both primary and secondary antibody deficiency patients. Patients with secondary antibody deficiency experience similar delays in diagnosis as primary antibody deficiency patients and can also benefit from immunoglobulin-replacement treatment.</p></div

Checking the list: Can a model of Down syndrome help us explore the intellectual accessibility of Heritage sites?

There is currently a lack of provision for, and research into, the intellectual accessibility of heritage sites. This paper explores some possible ways forward. It examines recent research with people described as having Down syndrome and uses the syndrome's identified characteristics to create good practice guidelines. It assesses these guidelines against an audio tour written for people with learning difficulties. In conclusion, the paper suggests that drawing upon a generalised model of Down syndrome and these good practice guidelines will allow sites to identify some potential barriers and enablers to intellectual accessibility, but that fully to appreciate the effectiveness of their provision they must still institute site?specific research by people with learning difficulties

NFIRAOS: TMT facility adaptive optics with conventional DMs

Although many of the instruments planned for the TMT (Thirty Meter Telescope) have their own closely-coupled adaptive optics systems, TMT will also have a facility Adaptive Optics (AO) system feeding three instruments on the Nasmyth platform. For this Narrow-Field Infrared Adaptive Optics System, NFIRAOS (pronounced nefarious), the TMT project considered two architectures. One, described in this paper, employs conventional deformable mirrors with large diameters of about 300 mm and this is the reference design adopted by the TMT project. An alternative design based on MEMS was also studied, and is being presented separately in this conference. The requirements for NFIRAOS include 0.8-5 microns wavelength range, 30 arcsecond diameter output field of view (FOV), excellent sky coverage, and diffraction- limited atmospheric turbulence compensation (specified at 133 nm RMS including residual telescope and science instrument errors.) The reference design for NFIRAOS includes multiple sodium laser guide stars over a 70 arcsecond FOV, and an infrared tip/tilt/focus/astigmatism natural guide star sensor within instruments. Larger telescopes require greater deformable mirror (DM) stroke. Although initially NFIRAOS will correct a 10 arcsecond science field, it uses two deformable mirrors in series, partly to provide sufficient stroke for atmospheric correction over the 30 m telescope aperture, but mainly to partially correct a 2 arcminute diameter "technical" field to sharpen near-IR natural guide stars and improve sky coverage. The planned upgrade to full performance includes replacing the groundconjugated DM with a higher actuator density, and using a deformable telescope secondary mirror as a "woofer." NFIRAOS incorporates an instrument rotator and selection of three live instruments: a near-Infrared integral field Imaging spectrograph, a near-infrared echelle spectrograph, and after upgrading NFIRAOS to full multi-conjugation, a wide field (30 arcsecond) infrared camera

Educational supervision and the impact of workplace-based assessments: a survey of psychiatry trainees and their supervisors

<p>Abstract</p> <p>Background</p> <p>Educational supervision (ES) is considered to be an essential component of basic specialist training in psychiatry in the UK. However, previous studies have indicated variation in its provision, and uncertainty about structure and content. Workplace-based assessments (WPBAs) were introduced in 2007 as part of major postgraduate medical training reform. Placing considerable time demands on trainees and supervisors alike, the extent to which WPBAs should utilise ES time has not been specified. As ES and WPBAs have discrete (although complementary) functions, there is the potential for this increased emphasis on assessment to displace other educational needs.</p> <p>Methods</p> <p>All junior doctors and their educational supervisors in one UK psychiatry training scheme were surveyed both before and after the introduction of WPBAs. Frequency and duration of ES were established, and structure, content and process were ascertained. Opinions on usefulness and responsibility were sought. The usage of ES for WPBAs was also assessed.</p> <p>Results</p> <p>The response rate of 70% showed general agreement between trainees and supervisors, but some significant discrepancies. Around 60% reported 1 hour of ES taking place weekly or 3 times per month. Most agreed that responsibility for ES should be shared equally between trainees and supervisors, and ES was largely seen as useful. Around 50% of trainees and supervisors used 25–50% of ES time for WPBAs, and this did not appear to affect the usefulness of ES or the range of issues covered.</p> <p>Conclusion</p> <p>ES continues to be an important component of psychiatric training. However, using ES for WPBAs introduces the potential for tension between trainees' education and their assessment by emphasising certain training issues at the expense of others. The impact of reduced training time, WPBAs and uncertainties over ES structure and content should be monitored to ensure that its benefits are maximised by remaining tailored to individual trainees' needs.</p